HR Hacks & Halos

Today, Jivan is joined by HR transformation experts Morgan Duffy and Yaa Kufuor, to discuss the critical topic of HR technology implementation. With a combined experience of over 30 years in the field, they consider the common misconceptions surrounding HR tech, emphasising that it is not merely about automation but also about strategic alignment and user experience.

KEY TAKEAWAYS

Implementing new HR technology is not just about automation; it serves as an enabler for HR functions to become strategic partners within organisations, adapting to the rapidly changing workforce and business needs.

Successful implementation of HR technology requires effective change management. Organisations must recognise that technology alone cannot solve problems; they need to align their processes and workforce to fully leverage the benefits of new systems.

Employees now expect a consumer-grade experience from HR technology. This means that systems should be intuitive, easy to use, and efficient, similar to the seamless experiences they encounter in their personal lives.

The introduction of AI and advanced HR technology allows organisations to gain quick data insights, which can significantly enhance decision-making and improve overall efficiency in HR processes.

There is no one-size-fits-all solution in HR technology. Organisations must conduct thorough assessments of their workflows and pain points to identify the right technology that aligns with their specific needs and future goals.

BEST MOMENTS

"Tech fixes everything. I think that is something, it's an enabler. It's always an enabler and it's not the solution. You also need to organise your function."

"Organisations think, 'Oh, we've got an implementation partner. So we just throw it over the wall, and they'll take care of it.' The reality is, it's a much more two-way street."

"The key thing is that whilst you've got the technical implementation happening, you also need the people and the process implementation also happening alongside it."

"You can take your time, you can make more value judgments. That's exactly what Oracle have done. They started with a clean sheet of paper."

GUEST BIO

Morgan Duffy is a Business Development Director bringing extensive experience of delivering modern cloud solutions to address the demands of HR helping deliver tangible business benefits.

[email protected]

Yaa Kufuor is a Transformation Change Architect specialising in AI and ERP Cloud implementations. Recently featured as one of the "Most Impactful Women Pioneers in Business Transformation and Growth" she’s spent her career bridging the gap between technical teams and business leaders delivering measurable impact.

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Jivan Dempsey FCIPD GMBPsS | LinkedIn

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

In this episode, Jivan delves into the contentious return-to-office debate, exploring the underlying power dynamics and trust issues that shape modern workplace culture. Reflecting on the transformative impact of the COVID-19 pandemic, Jivan highlights how remote work became a viable option for many, leading to increased productivity and employee satisfaction.

KEY TAKEAWAYS

The pandemic forced a rapid transition to remote work, challenging the traditional belief that productivity is tied to physical presence in the office. Many organisations that previously resisted remote work had to adapt quickly, leading to increased productivity and employee satisfaction.

A significant gap exists between employee perceptions of productivity while working remotely and managerial beliefs. While 87% of employees felt more productive at home, only 12% of managers agreed, highlighting a lack of trust and inadequate training for leaders in managing hybrid teams.

The push for a return to the office can disproportionately affect marginalised groups, including caregivers, disabled workers, and women. Data shows that rigid work patterns can lead to decreased engagement and higher turnover rates among these employees.

Effective return-to-office strategies should be based on data and employee feedback rather than mandates.

BEST MOMENTS

"This isn't just a return to office and productivity debate. This is a podcast about power and privilege and who gets to control the modern workplace."

"Many leaders come from a generation where being seen is equal to being trusted."

"If remote working worked so well, then why are we even bothering talking about this in 2025?"

"Employees, when they're forced back into rigid patterns of work, are 22% less engaged and 15% more likely to be looking elsewhere for opportunities."

"The best organisations treat flexible working as a competitive advantage, not just a compliance problem."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this inspiring episode, Jivan speaks with Melissa Owusu-Ansah, a former professional athlete who successfully transitioned into the corporate world. Melissa shares her journey from the athletics track to the boardroom, discussing the challenges of shifting identity and the mental resilience required for such a transformation. She reflects on how her experiences in sports shaped her mindset and prepared her for a career in tech sales, emphasising the importance of transferable skills.

KEY TAKEAWAYS

Understanding the motivation behind a career change is crucial. Reflecting on your "why" can guide your decisions and help you navigate the transition effectively.

Skills developed in one area, such as athletics, can be applied to new environments like the corporate world. Recognising and leveraging these transferable skills can enhance your career prospects.

A supportive coach or mentor can significantly impact your growth and confidence. They can help you identify your strengths, advocate for you, and guide you through challenges.

Women often feel the need to meet a higher percentage of job criteria before applying compared to their male counterparts. Addressing this mindset can empower women to pursue opportunities more confidently.

Staying open to new experiences and actively seeking knowledge through conversations, reading, and listening to resources can help you adapt and thrive in a new career path.

BEST MOMENTS

"I always knew within myself that there was more to me than athletics. I’m sure there’s a lot of things I can do."

"Success for me ended up being trying to ensure that I could be at least that 1% or 2% better than the day before."

"If you can really sense someone is just buzzing, you kind of feel, I'm going to take a chance on you and you become their champion."

"A lot of the C-suite women had actually played sport up until university level, which showed the resilience and determination they developed."

"When you know that things aren't working, that's the moment to be honest with yourself and start looking elsewhere."

GUEST BIO

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour.

Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn

Email: [email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

In this episode, Jivan presents a compelling open letter to UK Prime Minister Keir Starmer, critiquing the government's approach to change management and stakeholder engagement. Drawing on over 20 years of experience in HR transformation, Jivan highlights the pitfalls of recent policy decisions, such as the controversial winter fuel payment changes and welfare reforms, which lacked public consultation and transparency. He emphasises the importance of effective communication, empathy, and involving stakeholders in the change process to build trust and avoid backlash.

KEY TAKEAWAYS

Change management is not just a corporate buzzword; it is a critical discipline that requires a mindset focused on leading people through complex changes effectively.

Successful change initiatives depend on engaging stakeholders early and often. Understanding their interests, fears, and motivations is essential to mitigate resistance and build support.

Clear, empathetic communication is vital. It’s important to explain the reasons behind changes and to provide information in accessible formats to ensure all affected parties can understand and engage with the process.

The need for transparency and consultation is crucial. Rushed decisions without stakeholder input can lead to backlash and loss of trust, highlighting the importance of involving diverse voices in policy-making.

Change should be viewed as an ongoing process rather than a one-time event. Regular feedback loops and adjustments based on stakeholder input can help ensure that initiatives remain relevant and effective.

BEST MOMENTS

"If I were giving the UK government an end-of-year assessment for 2025, it certainly would not be a glowing report card."

"You didn't bring your stakeholders on the journey with you."

"You can't bulldoze through change. The country wanted change, agreed, and still wants it."

"Poor communication, lack of stakeholder engagement. Now, the source has always been attributed to people like McKinsey and the Harvard Business Review."

"Good intentions don't change bad outcomes. How you lead change matters just as much as what you are changing."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In today’s episode, Jivan delves into the complex topic of crying in the workplace, sparked by a recent incident involving UK Chancellor Rachel Reeves. Jivan explores the mixed reactions to Reeves' emotional display, questioning whether crying at work is a sign of weakness or strength. She argues that tears can signify emotional overwhelm, empathy, or frustration, and highlights the societal conditioning that often labels emotional expression as unprofessional. Jivan outlines the need for a cultural shift in workplaces to embrace vulnerability and emotional intelligence, advocating for leaders to model empathy and create safe environments where employees feel comfortable expressing their emotions.

KEY TAKEAWAYS

Crying is a natural emotional response that can signify various feelings such as stress, frustration, empathy, or grief. It should not be viewed solely as a weakness but rather as a sign of caring and emotional engagement.

Many workplaces have conditioned employees to suppress emotions, equating professionalism with emotional detachment. This outdated view can hinder authentic leadership and employee well-being.

The perception of crying varies significantly based on gender and cultural context. Women may be labelled as overly emotional, while men may be praised for showing vulnerability, highlighting a double standard in how emotions are received in the workplace.

Organisations should prioritise emotional intelligence training for leaders and managers to help them respond compassionately to emotional situations, including crying. This includes developing skills for recognising and addressing their own emotional triggers.

To foster a supportive environment, workplaces should encourage open discussions about emotions and mental health. Recognising crying as a valid emotional response can lead to healthier workplace dynamics and improved employee morale.

BEST MOMENTS

"When crying is basically a biological, emotional and a social response, it's not always a sign of weakness. It can actually be a sign of something else."

"Crying gets weaponised differently depending on gender, on race, and even on culture."

"We cry at work because we care. And sadly, we also get judged for it as well."

"Crying at work is rarely about weakness. It's often about the pressure, the pain or the passion that has nowhere else to go."

"It takes guts to cry in front of others, especially in a culture when you're told not to."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

Today, Jivan sits down with Ameesha Green, founder and CEO of Bookshelf Limited, who shares her journey of leading with kindness in the workplace. Ameesha discusses her upbringing in a single-parent household and how her mother's resilience shaped her values-driven leadership style. They delve into the transformative power of empathy, clear boundaries, and a people-first culture, highlighting how kindness can significantly impact recruitment, retention, and overall workplace morale.

KEY TAKEAWAYS

Leading with kindness is not just a soft approach; it can be a game-changer in business. It fosters a people-first culture that enhances recruitment, retention, and overall workplace morale.

Engaging with team members to understand their definitions of kindness and what they need from a leader is crucial. This personalised approach helps create an inclusive environment where everyone feels valued.

While kindness is important, leaders must also focus on business sustainability. Open communication about company challenges and decisions can help maintain trust and transparency with the team.

Establishing and adhering to core values from the outset can guide business decisions and foster a culture that attracts like-minded individuals, both employees and clients.

Gradually introducing responsibilities and encouraging team members to step out of their comfort zones can build confidence and lead to better performance, demonstrating that kindness can coexist with accountability and growth.

BEST MOMENTS

"I think for me, it's kind of having that people focus first. Beginning with thinking about other people rather than thinking about the business or profit."

"Leading with kindness isn't just a nice-to-have in business, it's a game-changer."

"I think it is a really challenging time. But I would hope that, you know, people still continue to display kindness in leadership."

"I really do believe that everyone has some wisdom that they can share with people, their individual life story and something in that will inspire others."

"It's actually a strategy that really transforms teams and can drive results and create workplaces where your team thrives."

Connect with Ameesha

https://www.linkedin.com/in/ameesha-green/

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with Jivan:

(16) Jivan Dempsey FCIPD GMBPsS | LinkedIn

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Today, Jivan is analysing the very public feud between President Trump and Elon Musk as a case study in toxic masculinity and leadership. She explores how their performative conflict and lack of accountability negatively impact workplace culture, employee morale, and brand reputation. Jivan calls on leaders to reflect on the behaviours they reward and to foster healthier, more ethical workplace cultures.

KEY TAKEAWAYS

The Trump-Musk feud is a prime example of toxic masculinity and performative leadership, where public posturing and personal attacks overshadow professionalism and accountability.

Toxic behaviours at the top, such as ego-driven conflicts and lack of vulnerability, don’t just stay with leaders—they cascade down, damaging company culture, morale, and even brand equity.

Research shows that toxicity in leadership is a major predictor of employee attrition and lower shareholder returns, with toxic bosses making employees 54% more likely to quit and ego-driven companies seeing a 24% lower return over five years.

The public fallout between high-profile leaders can have real business consequences, as seen when $150 billion was wiped off Tesla’s market cap in a single day due to the Twitter spat.

True leadership is rooted in vulnerability, emotional honesty, collaboration, and accountability—not dominance or bravado.

BEST MOMENTS

"In my view, the Trump-Musk bromance and bust-up is a really good case study in toxic masculinity and toxic leadership."

"We want our employees, our customers, and our future leaders to feel that our businesses are places where they can actually thrive."

"I've got to say that the whole Elon Musk-Trump saga has been a gift for the rest of the world, because we know we can do better and we must do better."

"I think it's actually a wake-up call for boards, investors, employees, and especially for us in HR, to ask the kind of questions: What kind of leadership are we actually rewarding? What kind of culture are we actually creating and fostering? Maybe even protecting?"

"I think the world has had enough toxic bravado."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan is joined by HR consultant and transformation leader Diana Croitoru to discuss the critical shift from reactive to proactive HR practices. With nearly 30 years of experience, Diana shares her insights on how HR professionals can elevate their roles to become strategic business partners. She highlights the need for HR teams to align with business goals, streamline processes, and embrace a culture of transparency to drive meaningful change within organisations.

KEY TAKEAWAYS

• HR functions should transition from being bogged down by administrative tasks to taking a proactive, strategic role that drives business value. This involves establishing solid HR foundations and focusing on strategic initiatives rather than just daily operations.

• HR professionals need to adopt a mindset that embraces strategic opportunities rather than waiting for them to be presented. Taking initiative and demonstrating confidence in their capabilities is crucial for HR to be recognised as a valuable business partner.

• Key skills for HR professionals include coaching, client management, and project management. These skills should be woven together in an agile manner to effectively address business needs and foster strategic conversations.

• HR professionals must develop financial literacy to engage meaningfully with business leaders. Understanding how the organisation makes money and being able to articulate the ROI of HR initiatives is essential for gaining credibility and support.

• Effective HR leadership requires a clear vision and consistency in approach. Leaders should strive to maintain a strategic focus and avoid shifting priorities that can undermine the HR function's credibility and effectiveness.

BEST MOMENTS

"I think it's really important to mention Procter & Gamble and then also the next company that I worked for, which was General Electric."

"What I noticed is, you know, there was a lot of push from the business, which I think is a reality of all our work."

"We need to shift from making those daily kind of reactive interactions our work plan of the year to what are we going to build?"

"There's no more signed HR."

"We need to learn how to talk about how stock price works, because I'm in HR and even I understood it."

GUEST BIO

With experience initially built at P&G and GE, Diana was most recently the Chief HR Officer of Life Styles Healthcare and VP Reward at RWS. Her key strengths are in the areas of global transformation programs as well as building highly engaged HR teams, achieving scores in the high 80s for her Global teams . She has worked and  and led international teams in US, Asian, and European companies.

Diana jokes that, as a Chief HR Officer, an interesting compliment she was paid by her CEO was that "this is the first company I've ever worked where people never complain about HR"

Connect with Diana on LinkedIn here (19) Diana Croitoru | LinkedIn

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan delves into the complex world of tariffs and their far-reaching impacts on businesses, HR practices, and everyday people. Through the lens of John Taylor, a third-generation owner of a UK manufacturing company, the episode explores how recent tariff spikes have affected costs, workforce morale, and local economies. Jivan also discusses the role of HR in navigating these challenges, highlighting strategies for workforce planning, employee well-being, and talent retention. 

KEY TAKEAWAYS

• Tariffs are taxes imposed by governments on imported goods to protect local industries. While they may seem beneficial in theory, they often lead to increased costs for businesses and consumers, ultimately slowing down economic growth.

• The introduction of tariffs can significantly affect businesses like John Taylor's manufacturing company, leading to increased costs, reduced orders, layoffs, and a decline in employee morale. This creates a ripple effect that impacts local economies and consumer confidence.

• HR plays a critical role during times of economic uncertainty caused by tariffs. Effective communication, redundancy consultations, and support for affected employees are essential. HR should also advocate for flexible working arrangements and scenario planning to mitigate the impact of tariffs.

• HR professionals should implement strategies such as workforce planning, wellbeing initiatives, and talent retention efforts to support employees during challenging times. This includes financial literacy sessions and internal mobility pathways to keep talent engaged.

• HR should be involved in policy discussions to highlight how tariffs affect people, not just the bottom line. By ensuring HR is part of strategic conversations, organisations can better prepare for the implications of tariffs on their workforce and overall business health.

BEST MOMENTS

"Tariffs do tend to backfire. They can actually increase domestic production by about 15% to 25%, but they can also suppress overall GDP growth by 0.4% to 1.2%."

"Tariffs isn't just a tax, it's actually a trigger."

"The local pain that he's experiencing around his costs has global echoes because he's had to lay off, sadly, 30% of his factory staff."

"If you think about the skills that are going to have to be employed in order to do those jobs, the jobs are going to end up costing businesses more."

"You can never communicate enough in a situation like this."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan engages in a thought-provoking conversation with Jeremy Campbell, CEO of Black Isle Group and creator of Nudge AI. They delve into the transformative impact of artificial intelligence (AI) on workplace dynamics, particularly in the realms of human resources (HR) and learning and development (L&D). Jeremy shares insights on how AI can enhance productivity, streamline HR processes, and facilitate behavioural change through innovative tools like Nudge AI. 

KEY TAKEAWAYS

• AI is not about replacing humans but rather about enhancing human capabilities. It allows individuals to evolve alongside technology, focusing on critical thinking and leadership while automating routine tasks.

• Effective learning and development require small, incremental actions. Tools like Nudge AI help embed learning by providing real-time support and practice opportunities, making it easier for individuals to apply what they've learned in real-world scenarios.

• AI can significantly streamline HR processes, from automating administrative tasks to enhancing recruitment and engagement strategies. However, the human element remains crucial, as AI cannot replicate the nuances of interpersonal communication and decision-making.

• Organisations must embrace AI to stay competitive. Those who resist or fail to integrate AI into their strategies risk being left behind as the technology continues to advance and reshape industries.

• To effectively leverage AI, individuals and organisations should invest in training and resources that enhance understanding and confidence in using AI tools. Practical applications and hands-on experience are essential for maximising the benefits of AI in the workplace.

BEST MOMENTS

"AI isn't about robots taking over. It's about humans evolving alongside tech, upskilling, experimenting, and leaning into what we do best."

"The whole principle of Nudge is really facing the problem that most learning development has, which is that we forget 75% of what we learn within seven days." 

"AI doesn't know what it's saying. It's an algorithm, basically searching information and producing it for us."

"If you think about the legal profession, anything that's really content heavy but can easily be searched, I think those industries are going to be hit by AI."

"You either embrace it, get involved, understand it, and understand the nuance of it, or you risk being left behind."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/